Here are number of relevant articles, which I hope you find interesting.

Introversion and leadership

Introversion and leadership

This episode of Activate Your Introvert features a discussion is with Paul Harris, who helps farmers to build harmonious high-performance teams. It seems that leaders in agriculture have the same misunderstandings as many others.

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I need new staff to stay longer

I need new staff to stay longer

I need new staff to stay longer and be useful more quickly.

New staff who leave before, or just after they’ve become proficient is expensive and very “frustrating”. They’re either leaving because it’s the wrong job for them (bad recruitment), they’re the wrong people for you (bad recruitment), or because they’ve not been looked after and trained well enough (onboarding).

If you’re looking to keep them longer, make your onboarding process more systematic, more suitable for introverts, and more obvious to all staff (so they all see development opportunities).

Creating a programme (checklist of subjects, dates and people) allows you to systemise your induction programme, so you don’t do all the work and your new starters get a consistent, high quality, start to their career with you. That will make them more likely to stay for longer and more productive more quickly.

Help introverts (and everybody else) find their feet in the company more quickly.

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Introversion and leadership

Introversion and recruitment

Recruitment is often biased towards extroverts, meaning you could be missing out on some of your best candidates. In this episode of Activate Your Introvert Carey Curry, the introverted recruiter explains why and what you could do about it.

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How to recruit introverts

How to recruit introverts

Introverts form a third to a half of the population and many selection processes put them at a disadvantage. A disadvantage not because they can’t do the job, but because many recruiters are subconsciously biased in their search. Recruiting the best person for your role is not about introversion or extroversion, but the competencies and team fit that you need.

Planning in more detail before even advertising the role allows you to write the advert more effectively, get a better pool of candidates and prepare better questions which are more likely to find you the person you need. The way you run the interview could also make it easier for extroverts to shine over introverts. Being more structured in your interview will allow you to dig deeper into the skills you seek, and reduce your subconscious (extrovert) bias. Making your decisions after the interviews, in a structured manner will allow you to select the best person.

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An introvert friendly culture

An introvert friendly culture

Company culture is a leadership decision, like every other strategy in the firm. It determines staff turnover, productivity, and creativity in the company. A toxic culture destroys staff trust in you and the firm. Many firms have a culture which is unfriendly to a third of their staff, the introverted third. Yet there are a few simple things which can make a more introvert friendly culture.

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